When the goal entry window closes, the evaluation period starts. This article explains how the employee and the manager enter actual values, how the system calculates the score, the approval process and correcting the period score. Employees, managers, approvers and admins each find their steps here.
Before you start
The selected period's chip shows a lock icon (hover over it to read Target entry locked) and the list shows the "Goal submissions for this period are now closed" notice.
Your goals are in Evaluation Pending. Not Included goals are not evaluated.
You know the period's Success Criteria Entry setting (Creating a period).
If the evaluation must go through approval, steps are defined for the employee's department on Configuration > Performance > Approval process (Approval process).
Step by step
Employee: entering the actual value
Select the period on Growth and hiring > Goals and stay in the Myself view. The table now has Target Value and Employee Actual Value columns.
Click Enter Value in that column on the goal's row, type the value and click the check icon (or press Enter). You can do the same from the window opened by Enter Result in the row menu. For goals with the Other criterion, you type text instead of a number.
Repeat for all your goals.
A goal with a value moves to Evaluated. Until your manager enters their value, you can change yours by clicking the cell or with Edit Actual Value.
If the period's Success Criteria Entry setting is Manager, this cell is closed to you; your manager enters the value. If it is Employee, only you enter your value; your manager cannot change it. If you have no manager, you always enter the value yourself and the evaluation is completed with your value only.
Manager: entering your own actual value
Switch to the Employee view. The table also shows a Manager Actual Value column.
Click Enter Value in the Manager Actual Value column on the goal's row, type the value and click the check icon.
If Success Criteria Entry is Manager, you also enter the employee's value with Enter Result in the row menu.
The cell is open only to the employee's manager and the admin, and only while the goal is Evaluation Pending, Evaluated, Evaluation Waiting Approval or Completed; otherwise the value is read-only. You can enter your value before the employee; the goal waits until the employee's value arrives. The score is always calculated from your value. If you change your value after the goal is completed, the score is recalculated.
How the score is calculated
When both values are entered, the system calculates for each goal:
Achievement Percentage = the manager's actual value ÷ target value × 100. The target value is the Targeted Performance row of the goal's success criteria.
Score Value: the Performance Metric Value of the row of the period's Target Evaluation Scale that this percentage falls into. Achievement above 100% gets the highest score; a percentage between two ranges (for example 20.5%) gets the score of the lower range.
Weighted Score = score value × goal weight ÷ 100.
The Final Success Score is the sum of the weighted scores of the employee's completed goals in the period. The name of the closest scale level (for example İyi) is shown next to it. Goals with the Other criterion do not count in the score.
Example (default scale): goal weight 40%, target value 100 units, manager's value 85 units. Achievement is 85%, which falls into the 81%–100% row worth 5 points. The weighted score is 5 × 40 ÷ 100 = 2.
Completion and the approval process
No approval process defined: A goal with both values becomes Completed right away and the period score is updated.
Approval process defined: The goal first becomes Evaluation Waiting Approval. When all of the employee's evaluated goals in the period reach this status, they all move to Evaluation In Approval together and the approver of the first step gets an email.
Approver: approving the evaluation
Select the period on Growth and hiring > Goals and switch to the Employee view. Employees whose turn is with you appear in the list.
Click Approve on the employee's row.
The approval covers all of the employee's goals for that period together. If there is a next step, its approver gets an email; after the last step the goals become Completed and the final period score is written. Steps with no approver (for example a "Manager" step when the employee has no manager) and steps where the approver would assess themselves are skipped automatically. A user with Performance Management Administrator Permission can approve at any step.
Viewing the period score and the admin correction
Click View Period Score on the employee's row. The Period Final Score window shows the Calculated Score and the Effective Score.
To correct the score as an admin, pick a scale level from the New Score list in the Update Score section, optionally write a Note (Optional) and click Update Score.
The corrected score becomes the Effective Score; the Override Details section keeps the note, Overridden by and Override Date. Later approvals and recalculations do not overwrite this correction. The admin always sees the Update Score section, also after the evaluation is completed. The employee's manager and the approver whose turn it is see it only while the goals are not yet Completed, that is, while the evaluation is in the approval process.
An automatic badge can be given when the period score is written or corrected: if the badge admin defined a Goal period score or All goals of the period completed rule, an employee who meets the condition gets the badge on their own. A badge already given is not taken back if the score drops later (Automatic badge rules).
What the badge icon means
When the Badges feature is on for your company, the number of badges the employee received in the period shows with a small trophy icon: under the person's name in the Employee view, in the toolbar above the list in the Myself view ("2 badges this period") and in the Period Final Score window. It counts the active recognitions given within the period's dates or linked to this period when they were given. Hover over the icon to see the number and the note "Badges do not count towards the performance score". The number is information only; it does not change the Final Success Score or the weights. Only the person, their manager and the badge admins see private recognitions in the number; others see public recognitions only. Without any badge the icon does not show (Badge report, Excel and monthly summary).
On narrow screens and on mobile the list turns into cards; the values are entered the same way there: click the Actual Value or Manager Actual Value field on the goal card, type the value and confirm. The final score and the View Period Score, Download PDF and Approve buttons are on the cards too.
Result
An employee whose goals are all Completed sees the final score, its level and the Download PDF button in the Myself view.
The admin downloads the evaluations of selected employees with Download Excel on the right of the page title, one sheet per employee.
The morning after the period ends, admins get a summary email with total, completed and missing evaluation counts.
Common problems
Symptom: The Enter Value cell does not respond.
Cause: The goal is not in Evaluation Pending or Evaluated, or Success Criteria Entry is Manager.
Solution: Check the goal's status; if the setting is Manager, your manager enters the value.
Symptom: Both values are entered but the goal is not Completed.
Cause: An approval process is defined for your department. In Evaluation Waiting Approval, your other goals are still being evaluated; in Evaluation In Approval, the approver's decision is awaited.
Solution: Complete the missing values; let the person whose turn it is know.
Symptom: The Manager Actual Value cell does not respond.
Cause: You are not the employee's manager (for example you are only an approver), or the goal is not in an evaluation step (for example Evaluation In Approval).
Solution: The employee's manager enters the value; during the approval process the admin corrects the score if needed.